To support development of our people, assist retention and recruitment. We have a plethora of processes in place in relation to each of the standards;
People Priorities
Our people priorities vision is to: grow and retain a diverse workforce by investing in the wellbeing, development, safety, and recognition of our people. Our people priorities are underpinned by our global performance management system (which supports performance development, talent management and succession planning across Mott MacDonald), our shared global EDI vision, recruitment strategy, agile working policy, global wellbeing strategy, Our Code- Delivering with PRIDE values and our global engagement survey.
Living Wage
All our policies are in line with the charter, we go beyond the NLW as the LLW is often higher in places like London and Bristol. We are committed to paying internments at or above the Real Living Wage and expect our contractors, suppliers, and business partners to do the same. internments are all paid higher than living wage. We have no zero hours contracts in Bristol and take many internships throughout the year, most of whom return to us in full time employment, so it clearly works!
“After two summer internships at Mott MacDonald Bristol Office in 2012 and 2013, I returned as a Graduate in 2015 and I’m still with the same team seven years later. The internships gave me a great opportunity to understand how my skills learnt at university would be applied on real projects, and how many opportunities there are available within Mott MacDonald. Their commitment to people was demonstrated when I was supported by the Bristol Office in my final year of university, and in my professional development to gain Chartered membership with the ICE in 2020.”
Serena Gosden, Chartered Civil Engineer, Bristol
Agile Working
We support and encourage an agile working culture for all colleagues. We empower our people to adapt an agile working approach by providing agile working resources which include a toolkit for managers, a guide for individuals, FAQ guide and individual case studies detailing how some of our people have adapted their working approach to suit their induvial situations.
Post-covid, our working arrangements have continued to adapt, and we have provided guidance and help on reincorporating office working. We empower our people by giving them more personal responsibility over how, when, and where (getting a balance between home and office right) they work to meet their personal and professional commitments. In Bristol we are focussing on ‘re-socialising’ our teams this – gradually bringing people back to offices and supporting local businesses by having a welcoming and collaborative office environment and also encouraging our clients and partners to work in our offices alongside us.
Our Agile Working Policy is highlighted on all jobs adverts stating the following:
“At Mott MacDonald, we believe it makes business sense for you and your manager to choose how you can work most effectively to meet your client, team and personal commitments. We embrace agility, flexibility and trust”.
Global Engagement Survey
We have regular anonymous engagement surveys which allows us to motivate and retain talented people and implement actions that allow us to do the right thing for our employees. Survey results provides a clear view of what we need to focus on to make a career at Mott MacDonald more rewarding and empowering. Our employees’ feedback has made a positive impact on the business, and we’ve focused on a suite of people initiatives, which many have been highlighted throughout this document.
Global Performance Management System
‘Connected Conversations’ is our global approach for supporting progress, performance and development for individuals to enable us to perform at our best. It involves regular 1:1 conversations with line managers, with the opportunity for formally recorded feedback from clients and peers to be built in, and clear KPIs, actions and expectations to be set out. All information is captured in an online portal called ‘Connect People’. We also have regular Staff Councils which provide the opportunity to give feedback which will eventually reach our main Board.
Recruitment
Hiring talent is one of the most important things we do at Mott MacDonald. Our recruitment selection process involves diverse interview panels, we’re also signed up to the Armed Forces Covenant. Full interview training is provided to hiring managers, diversity and gender pay gap report is published annually. We have started recruiting local people from disadvantaged backgrounds through work with Babassa and Bristol City Council – our first person is now in place and it’s working out well.
“After finishing my degree I was struggling to find a job where the company and the projects they worked on aligned with my own interests, and where I felt my educational background was relevant. Having been a Bristolian for over 5 years I felt inspired by the vision and aims of Mott MacDonald.
During my internship I have gained valuable experience in a diverse range of projects that have had a positive impact on communities. This has provided me with opportunities to develop further skills which has given me a sense of fulfilment and satisfaction in my job.
I have now been taken on as a full time Graduate which will allow me to have a clear professional goal, and I look forward to developing my career in Project Management at Mott MacDonald”. Graduate Project Manager, Bristol, 2022
Our Code – Delivering with PRIDE
‘Our Code’ is a guide to help all employees make good choices and live our PRIDE values (Progress/Respect/Integrity/Drive/Excellence). It is made up of five sections, Respecting Our People, Conducting Business with Integrity, Protecting Assets & Reputation, Delivering Value to Society and Delivering with PRIDE. All our employees are expected to adhere to the behaviours set out in Our Code and provides a framework for living our PRIDE values. We’re already a net zero organisation, have mental health first aiders and have H&S as one of our core drivers (H&S tends to be item 1 on every meeting agenda).
Employee Wellbeing
We have a global strategy and framework for addressing employee wellbeing and health. We believe in creating and delivering a holistic, accessible, and comprehensive approach to wellbeing. This means providing employees with information, resources and support that looks at the whole person and focusses on overall wellness at work and in their wider lives. With this in mind, we have implemented six key pillars that are underpinned by our support services. My Mind, My Work, My Relationships, My Body, My Finances and My Life Stages and Events. Support includes access to a personal wellbeing portal, free and confidential Employee Assistance Programme, Mental Health First Aiders, Positive Intervention reporting, self-referral to occupational health and a host of guidance.
